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Top Employee Engagement Trends to Follow In 2022




An organization needs its employees; they are like an asset to them. To keep the asset, you need to make an interactive and emotional relationship with them. If the employees are not attached or not engaging the company cannot flourish. The pandemic caused a gap between the employer and employee. The engagement between them decreased, and in some cases, it led to employee turnover. Employee turnover was witnessed in many organizations. 

The turnover caused the companies to financially suffer and decrease productivity. Define employee engagement, it is an abstract thought. It is about building an emotional relationship and feeling with the organizations.

Many companies have realized that employee turnover is turning over. Now, they are focusing and making sure they are investing their energy in employee engagement. Employee engagement helps in building the atmosphere of the organization. For now, let’s look into some benefits of employee engagement.

Benefits Of Employee Engagement

When companies and businesses invest in employee engagement it increases productivity. When employees are appreciated for what they do, they have more capacity to work and it will strengthen their mental and emotional connection of them with the firm.

When there are engaging workplaces, the employees have better health. Engaged workplaces have more positive behavior and they encourage their employees to take care of their health. Add policies and schedules and serve healthy snacks because a healthy employee is more productive.

When you take steps to keep an employee engaged, they are more likely to be working and invested in their job. They show up at work regularly and commit to their businesses. Businesses like Wikipedia editing services always emphasize lower absenteeism. 

The Top Trends to Follow for Employee Engagement This Year.

 Trend – 1 Flexible Working Hours

As the technology has advanced there are smarter ways to work and with flexibility. By flexible working, it means allowing employees to work remotely and decreasing the working hours. Technology has made it easier for workers to sit and work in their homes. Work for home has resulted in more productivity and employees than maintaining a balance between their work and life.

Remote work is the biggest trend in 2022. No matter where the employee is working from, the organization has to adjust. And make sure they are meeting their needs. Today, many big names in the industry such as Google, have delayed their work from the office. Also, they are offering the workers to take work from home for an indefinite period.

Trend – 2 Use of Enhanced Technology

In 2022 and upcoming years, there is no better placement for technology and its tools. It influences and takes employee engagement to a higher level. Employee engagement is the best time to invest in utilizing technology.

Cloud technology is here to stay and above 75% of the businesses are using at least one HR person in the cloud. Furthermore, other firms are planning to move towards a core cloud system. Cloud computing handles payrolls and other functions of HR.

Apart from this, AI and ML are a great addition too. They accelerate the work by handling repetitive tasks such as onboarding, benefits selection, etc. ML can help employees to map their progress, careers, and positions in the company. It also evaluates the performance without any bias.

Trend – 3 Give People A Priority

Organizations have become more diverse over the years. They are learning to be inclusive and diverse. In recent years, many firms have lost their employees, thus now they are more caring. In 2022, organizations are valuing employees more and giving them priority as a human. It is important to emphasize this trend to make them feel about their value. Asking employees for their opinion and taking surveys and investing in communication relationships.

Trend – 4 Help Them Grow

The employees are an asset, so make them grow and nurture their capabilities. Helping employees as a part, to polish their skills is the new trend to follow. If you apply this, they will be more skilled and stick to your company. There will be a staggering force of experts and professionals.

Give your employees some benefits and provide them with growth opportunities. This way, you can feel a visible difference. The growth will allow them to put in the effort and work more productively. Thus, there will be less employee turnover.

Trend – 5 Appreciate the Efforts

An employee or any other person tends to work and put in their efforts when they are appreciated for what they do. It is important for businesses to make sure they are appreciating and recognizing their employees. If you believe you are paying them and this is enough, you are in the wrong. The employed need to be appreciated despite how much they are paid. At times employees feel disappointed if they don’t receive enough appreciation. This little investment in employee recognition can go a long way.


Employees stay when they are appreciated for what they do. These trends can help you in building a staggering employee engagement and can lead your business to a better venture.

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Why do Businesses Need Human resource Consulting Services?



Human resource

Human resource consulting firms play a vital role in today’s business landscape. They offer several key benefits and importance to organizations:

Expertise and Specialization:

HR consultants bring specialized knowledge and expertise to the table. They stay up-to-date with the latest HR trends, best practices, and legal regulations. This expertise is precious for businesses without dedicated HR staff or require support in complex HR areas.

Cost-Effective Solutions:

Engaging HR consultants can often be more cost-effective than hiring and maintaining an in-house HR department. Businesses can access high-quality HR services as needed, reducing fixed labor costs.


HR consultants tailor their services to meet the specific needs of each client. Whether recruitment, employee training, or policy development, consultants design solutions that align with the organization’s unique goals and challenges.

Objective Perspective:

Consultants offer an objective and impartial perspective on HR matters. They can provide insights and recommendations without being influenced by internal biases or politics, which can be valuable for making difficult HR decisions.

Efficiency and Productivity:

HR consultants can streamline HR processes, making them more efficient. This can improve productivity, as employees spend less time on administrative tasks and more on strategic activities.

Compliance and Risk Management:

HR consultants help organizations comply with labor laws and regulations, reducing the risk of legal issues, fines, and reputational damage. They also assist in implementing best practices for risk management.

Strategic Focus:

Organizations can free up their internal resources by outsourcing HR tasks to consultants to focus on core business activities and strategic initiatives. This can lead to improved business performance and growth.


HR consulting firms can adapt to an organization’s changing needs. Whether a business is expanding, downsizing, or facing other transitions, consultants can provide flexible HR solutions to support these changes.

Access to Technology:

Many HR consulting firms have access to advanced HR technology and software solutions that may be cost-prohibitive for smaller organizations to implement independently. This technology can enhance HR processes and data management.

Talent Acquisition and Development:

HR consultants excel in talent acquisition and development. They can help organizations attract top talent, assess employee potential, and implement training and development programs to improve workforce skills.


HR consultants are bound by confidentiality agreements, ensuring that sensitive HR issues and employee data are handled with discretion and professionalism.

Conflict Resolution:

Consultants can mediate and assist in resolving workplace conflicts and issues, promoting a harmonious work environment.

Global Expertise:

 For businesses with international operations, HR consultants with global expertise can help navigate the complexities of international HR regulations and practices.

In summary, human resources consulting firms provide valuable support to organizations by offering expertise, cost-effective solutions, and a strategic approach to managing their workforce.

Their ability to adapt to changing needs, ensure compliance, and improve HR processes makes them an essential resource for businesses looking to thrive in today’s competitive environment.

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PayPal quietly reintroduces $2,500 “misinformation” fine





Not long after issuing an apology and retracting a $2,500 fine to its users, PayPal has quietly re-introduced the fine into their terms of service and legal agreements.

If enforced, the leading payment processor could fine users the hefty $2,500 sum for spreading “misinformation,” or “hate”, or whatever they deem “unfit for publication.”

While the wording has been changed up, the company has listed several things they would consider fining users over, purely based on speech:

PayPal restricted and prohibited activities

  • The promotion of hate, violence, racial or other forms of intolerance that is discriminatory or the financial exploitation of a crime
  • Items that are considered obscene
  • Certain sexually oriented materials or services
  • Act in a manner that is defamatory, trade libelous, threatening or harassing
  • Provide false, inaccurate or misleading information

The original documents, which PayPal said were published in error, had much looser language on what would get users fined $2,500 over – namely the “sending, posting, or publication” of any “messages, content, or materials” that are “harmful, obscene, harassing, or objectionable.”

PayPal has seemingly taken a firm stance against adult / pornographic content in both policies, while the former prohibited things that “depict or appear to depict nudity, sexual or other intimate activities” the new policy vaguely prohibits “certain sexually oriented materials or services.”

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Employee Retention Tax Credit 2022



The employee retention tax credit 2022 (ERC) is a tax credit available to employers who keep and retain their employees. The credit is available to employers with 100 or fewer full-time employees. It applies to qualifying wages paid to employees during the business’s first quarter.

If your business is a small business, you can use Form 941-X to claim the credit retroactively.

Employers with 100 or fewer full-time employees

Employers with 100 or fewer employees are eligible to claim a refundable payroll tax credit called the Employee Retention Tax Credit.

This credit was created by Congress under the CARES Act to encourage employers to retain employees. It was originally set to expire on January 1, 2022, but Congress has extended the credit twice. This means that eligible employers can still claim the credit for their taxes for 2020 and 2021.

The credit is limited to wages paid between March 12 and Sept. 30, 2021. In addition, wages paid under the Paycheck Protection Program (PPP) cannot qualify for the credit. The credit amount is limited to $5,000 per full-time employee in 2020. In 2021, it increases to $7,000 per quarter, with a total credit of up to $21,000 per employee.

Paycheck Protection Program loans are not eligible for the employee retention tax credit

The Employee Retention Credit (ERC) is a tax break for businesses that offer a payroll protection program for their employees. Until recently, employers could not qualify for both programs at the same time. But the new legislation has changed this and now businesses can take advantage of both programs.

To receive the credit, employers must file a Form 941-X, or Adjusted Employer’s Quarterly Federal Tax Return, for each quarter that an employee was a PPP borrower.

The credit is based on wages paid between March 13 and Dec. 31, 2020. For the third quarter of each year, the credit is available for up to $10,000 per employee.

Qualified wages are based on the quarter the business began

To qualify as a severely distressed employer, your business must have had a 90% decline in gross receipts in the previous year.

You must have employed at least one person during this time. The CARES Act does not apply to businesses that are still operating, but it does apply to those that have ceased operations and declined in gross receipts.

Form 941-X is used to retroactively file

The IRS has recently released a new form called Form 941-X. The new form is designed to be filed retroactively and corrects any mistakes that you may have made in filing your original Form 941.

The form must be filed no later than two years after you paid the tax. To file this form, you will need to mail it to the IRS. The IRS does not have the capability to accept it online. If you’ve made significant changes to your business, you may be eligible to claim the ERC. The ERC is equal to 6.4% of the wages you paid to employees during the credit generating period. This credit is not available to corporations with more than 500 employees

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